Change 1 How To Handle Change

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An example of one of my presentations I made for the intranet. This was the first of 15 dealing with this theme

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To explore the foundations of personal transformation and change and how the 7 aspects of self can either enable or disempower us in our quest to change our behaviour to achieve the work and life results we desire • Can you change someone? • Why sustainable change is so hard • What are the barriers and motivators for change • The 7 aspects of self that impact our ability to change • The personal transformation cycle • The personal transformation pyramid • Coaching tools for change • Guidelines for sustainable change

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Why can’t people just get with the program? They question, they challenge, they complain… and it’s all perfectly predictable and normal. Transition is the emotional process people go through when adapting to a change in their world. It doesn’t matter if the change is positive, like having a new baby or getting promoted. People still have to let go of some parts of their life (perhaps the luxury of sleeping late!) and learn new things (how to change a diaper while half asleep). The process is predictable, according to the work seminal done by organizational thinker and consultant William Bridges. Leaders who understand what people typically experience during change can put measures into place to help accelerate the transition process. Download Transition – The Human Side of Change infographic at http://partneringresources.com/new-infographic-transition-the-human-side-of-change/.

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There’s more to leadership than having a notable title and being in charge of a team. You might have the authority to manage other people, but if you’re an unsuccessful leader, you won’t be able to guide and inspire your employees to accomplish their goals. Leadership cannot be limited to just one fixed definition. Different individuals from various organisations around the world understand and apply their leadership qualities in a myriad of ways. However, most of them may agree that leadership is not synonymous with designation titles, that it requires some form of social influence, and it’s more than just effective management skills. In today’s complex, ever-changing environment, leaders with integrity, vision and commitment offer timeless assets to any organisation. But today, the best leaders also lead through influence, make decisions quickly and stay on top of the big picture. These are transformational leaders—the kind of leaders that have a high level of awareness of the importance of emotional intelligence in leadership. In this deck, you will learn; 1. What stands you out as a transformational leader 2. The tools and techniques for developing and refining your leadership skills. 3. The distinct difference between some leadership styles 4. The components of transformational leadership.

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! 1 Running head: LEADERSHIP THEORIES Leadership Theories Dustin Vosburg MGT321 Mr. Nelson 4/30/18 ! 2 LEADERSHIP THEORIES Introduction The globalization is faced with rapid changes, organizations are realizing that they need to adapt to rising the demands of their customers as well as the changing environment. Organizations can only maintain their relevance and achieve long-term performance together with the sustainable environment through the adoption of a leadership style that meets the needs of their fluctuating work conditions. However, many company and business have ignorantly failed to adapt to their operation cultures. The theory of the transformational leadership provides the best platform for the emerging needs of organizations and embrace the significance of both the transactional and transformational form of leadership. There is a range of evidence that supports the use of transformational leadership as well as its benefits over the unilateral or autocratic type of leaderships. Transformational leadership has the capacity of motivating others, inspiring colleagues, creates respect for employees and the management, trust as well as being loyal to the juniors (Shadraconis, 2013). Organizations require leaders who are in a position to cope up with the emerging changes, maintain the culture of the business and offer a competitive advantage. Transformational leaders can inspire and enhance their followers, rally behind them for a common task, leading to an improved output, job motivation and performance in an organization. (Shadraconis, 2013) Theory of transformational leadership has historical roots with the politicians and leadership experts like James McGregor Burns. Transformational leadership ignores the ! 3 LEADERSHIP THEORIES traditional models of inducement transfers and realizes the desired results by inspiring other members of the group to pursue the personal interests towards a higher collective purpose. The transformational leadership entails four behavioral aspects: inspirational motivations, individual considerations, idealized motives as well as intellectual stimulation. Idealized influence refers to the extent of social identification that leaders build among their team members leading to the desire to closely relate to him/ her. Whenever the leaders share the risks, cultivate trust and respect and get involved in the self-sacrifice activities, there will be increased idealized influenced among the followers. The inspiration element is the level to which the leaders are capable of motivating and inspiring their colleagues, it can be raised by setting realistic objectives. Intellectual stimulation is the motivation among the subordinates that is obtained by discovering new methods of production. The leaders will also be considered to be transformation if they are able to identify the individual preferences for their subordinates. ! ...

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Individual Article Summary Research and select an article(s) Summarize the article you have chosen in a 350-word paper. INTRO & CONCLUSION INCLUDED! NO PLAGIARISM!!! Explain how your selected article(s) relate(s) to two of the five Week 2 Objectives. Week 2 Objectives: Existing Work Process: 2.1 Categorize process analysis techniques which are utilized at the various phases of process improvement. 2.2 Explain how baselining and benchmarking are vital to the change process 2.3 Identify three categories of process improvements that may be applied to organizations 2.4 Examine the benefit and importance of accurately documenting the As-Is Process. 2.5 Create an As-Is Process flowchart. Reference the article according to APA guidelines. BELOW IS THE ARTICLE! Introduction “A change leader looks for change, knows how to ﬁnd the right changes and knows how to make them effective both outside the organization and inside it”, said management guru Peter F Drucker. Alan Mulally, of Ford; Jack Welch, of General Electric; Carlos Ghosn, of Renault; and Lou Gerstner of IBM, are examples of leaders who succeeded in overcoming obstacles and in turning round their organizations. Individuals,likeorganizations,undergochange.Thethreemainstagesforhumansarebirth, growthanddeath.Organizations,incontrast,experiencebirth,growth,transformation,decline anddeath.Goodleadersmustintervenebeforetheirorganizationreachesthestageofdecline. Change management involves effecting reform in a systematic, structured and sequential manner to transform the organization from uncertainty to certainty when volatility, uncertainty, complexity and ambiguity are around. Change management calls for value-based, principle-centered leadership to achieve organizational transformation effectively. In a nutshell, it is about managing change effectively, with all the tools available, without inviting resistance. Is change essential? People change with changing times and circumstances and new technologies that affect their personal, professional and social lives. It is almost impossible to avoid change. Organizations must similarly change with the changing times, circumstances and technologies. Customer demands, tastes and preferences change rapidly. Creativity and innovation help companies to stand out from the pack and beat the competition. Change is therefore essential for growth. Change is different from growth. Change may take place overnight. Growth, however, is gradual. Change could be for better or worse, while growth is usually for the better. Growth means stepping into known areas, whereas change means stepping from a known to an unknown area. Growth often demands hard work, whereas change can happen without this. Why do people resist change? Employees often react negatively to a change in their work location, the nature of their work or the policies and procedures governing their role. The reasons include employees not having the competencies and qualiﬁcations needed.

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Change management refers to the process of planning, implementing, and controlling organizational changes in order to ensure successful adoption and minimize resistance. It involves identifying the need for change, creating a strategy, communicating with stakeholders, and supporting individuals and teams through the transition. The aim is to mitigate disruptions, maintain productivity, and maximize the benefits of change initiatives. All of these activities require a great deal of expertise and skillsets in order to achieve expected outcomes. It is crucial for leaders to effectively develop these skills to effectively manage change in an organizational setting. Change is inevitable and leaders must be able to navigate and adapt to change and take their team along to ensure organizational success. By developing change management skills, leaders can effectively lead their teams through transitions, minimize resistance, and maintain employee engagement and motivation. Also, change often comes with uncertainty and resistance among employees. Without the right skills, leaders may struggle to effectively communicate the rationale behind the change, address concerns, and build trust with their teams to create a positive and supportive environment that encourages employee participation and reduces resistance. This presentation is designed in accordance with leading corp trainers of india to help you develop your change management skills to lead your teams through transitions, minimize resistance, and foster employee engagement and motivation. Focus on building the skills mentioned in the slides to adapt and navigate through challenging situations effectively. Auraa Image Management and Consulting (AIM&C), a premier corporate training firm in India, specializes in a comprehensive range of corporate services, including Executive Presence, Leadership Skills, Professional Dressing and Grooming, Luxury Selling Skills, Communication skills, Personal branding, etc. With an unwavering commitment to excellence, AIM&C has transformed the lives of numerous clients across various leadership levels. Ms. Samira Gupta, Founder of AIM&C and the best corporate trainer in India, comes with a vast experience of 25+ years in the corporate world in various leadership roles and almost a decade-long experience in Leadership Training, Executive Presence Coaching, and Image Consulting. Partner with us to train your teams to enhance their skillsets and gain the right guidance to effectively communicate the rationale behind change, address concerns, and build trust, creating a positive and supportive environment for adopting new growth-oriented changes in your organization. Embrace change and unlock your leadership potential with us. To avail these corporate training services in India, contact us at samira@auraaimage.com/nayanika@auraaimage.com or visit www.auraaimage.com. You can also call us at +91 9958934766 or +91 7830222285.

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Why discovering the historical Context: Throughout history, great leaders have emerged, each with particular leadership styles Leadership in itself is a somewhat fluid principle. Generally, most leaders adapt their leadership styles to suit their situation. This is particularly true the longer they lead; they adapt their leadership style as they learn and engage with their employees. To become a more successful leader, leaders must understand their current leadership style. In this article, we’ll answer the question “what a leadership style?”, and then look at 6 of the most common leadership styles and their effectiveness.

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Transformational Leadership; Change Management Transformational Leadership; Change Management Excelsior College Organization Behavior Tremayne Sanders I have always been told to execute what you were told. Never deviate from your instructions of your leadership. Follow orders and failing to do so disrespect to your chain of command. This day and age we must deal with Generation Y. Most of who you need to explain why we are executing this mission. This would have been frowned upon 20years ago as disrespect. With the world changing, more information is passed along the ranks. This helps others understand why the smallest thing they’re asked to do is so important. Change is difficult and hard to do. Especially when you have been performing and acting one way for so long. The hardest part is getting everyone to buy into the adjustment. A LETTER TO THE PRESIDENT OF THE ORGANIZATION Sir, I am writing you to bring your attention to something that may be important you and this company moving forward. The way business is conducted on a day to day routine. I know building this company up from the ground took a lot of hard work and dedication. You were there every step of the way instructing us on what to do and how to do it. This was needed to instill a certain way of life in this organization. The company began to profit from that hard work and dedication. It has been over two decades and times haves changed. The company is no longer in the beginning stages and has over 10 locations with over 330 employees. I understand the ways things were, but we must change with the times. The strict leadership and management style of being told what to do when to do it, and how to do it, is needed. But you won’t always be everywhere to ensure this is happening. You should think about empowering your lower level managers to make small decisions for you. Have a weekly meeting with all store managers to ensure nothing to outlandish is happening. That way you can be informed about small changes. If needed you can still give your input to make change at all locations. Doing so can take some stress off your shoulders. I have investigated using a Servant Leadership Style. My employees are highly trained and perform well every day. I have an ear to listen to complains and fix them. Also, I ensure they have everything they need to accomplish every task I have asked of them. Additionally, I believe we should reward those who set themselves apart from others. I ask that you take a second to think about it. Your staff moral could improve along with the company’s profits. Very Respectfully, T.S REFERENCES Halladay, Karen. “HR's Role in Change Management.” Environmental Health Perspectives, vol. 119, no. 2c, 2011, pp. 41–48., doi:10.1289/image.cehp.v119.i2c. Alqatawenah, Aymn Sulieman. “Transformational Leadership Style and Its Relationship with Change Management.” Business: Theory and Practice, vol. 19, 2018 ...

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